7 Ways To Use Recruiting Automation In Your Hiring Process


Technology has changed the way we do most things, including hiring workers. Recruiting agencies are also benefitting from new technologies. One of these technologies is recruiting automation software. The idea behind this software is that it does the busy work for your team, reduces human error, and helps you focus on the more important tasks that the software cannot do.

75% of recruiters are saying that technology will be playing a much larger role in future years to come. Not only that, but many recruiters are relying on smart technology to help streamline their productivity in the workplace.

So, what are the benefits for using recruitment automation?

Why Use Recruiting Automation Software?

There are a few main reasons why recruitment teams should be using this kind of software. Here are some of the most important reasons to incorporate this technology into your hiring practices.

  • Better Productivity– The whole idea behind this software is to help your team work more efficiently and make better decisions at a quicker pace. Automating manual resume screening and interview scheduling allows employees to focus on more meaningful work.
  • Enhanced quality of hire- Automation improves the quality of a company’s hiring efforts. It allows recruiters to employ people based on characteristics that were predicted for job success. Not only that, it can lead to better and more stable hiring decisions over time.
  • Improved candidate experience-Job candidates also benefit from automation software. Potential employees don’t have to wait as long for responses, don’t have to wait as long for a hiring decision, and experience a more efficient overall process.
  • Bias-less hiring- When you use recruitment automation software for assessing and ranking candidates, you remove any common hiring biases and make a completely objective hiring process. This in turn leads to increased diversity in the workplace.
  • Decreased time to hire- Every day a job role goes unfilled in a company is a day where the company faces lost profitability and productivity. Automating certain aspects of hiring, like candidate pre-screening and assessments, greatly reduces the overall time to hire.

These are some of the best reasons to use recruitment automation software in your hiring process. So, now that we understand the why recruitment teams should take advantage of this technology, we need to investigate how we can implement this software in the hiring process.

What Are Some Ways Recruiting Automation Software Can Be Used During The Hiring Process?

How does automation software help recruitment teams? Here are 7 ways in which this technology is used in the hiring process.

  1. Job advertising


Traditionally, when a position opens up within a company, that job would be advertised in the local newspaper and listed on job boards. Then came listing it on the internet. With recruitment automation software, you can use programmatic job advertising instead, which is the purchasing of digital advertisements using software.

Using automation software allows you to place your job advertisement all over the internet. These ads usually have low or no return on investment costs, which saves your company money, by making use of automated advertising budget management. “This automation can help recruiters reduce cost-per-applicant by over 30%” explains Troy Ryan, a project manager at Elite assignment help and State of writing.

Recruiting automation also improves your employer brand messaging, focusing on employee experiences, giving a favorable light to company culture, and pushing out branded content that is more appealing than the average job posting.

  1. Background screening

Automated systems are great at weeding out the wrong job candidate for your company. With recruitment automation software, you can carry out background checks by running any contact information through the system for verification of their identity and confirm employment eligibility.

  1. Applicant tracking

This is the most common automation software that recruiters use. Applicant Tracking Systems are used to collect and track the recruitment process in a database, from when a job candidate first applies for the position, to when a final decision to hire or not is made. It is a great organizational tool.

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  1. Recruiting via social media

Nowadays, jobs are advertised via social media. In fact, 98% of recruiters use Linkedin to post jobs and source candidates, as well as other sites like Instagram and Twitter. It’s super easy and efficient to use automation software to manage your social media recruiting, such as automating when you make a social media post and launching recruitment campaigns.

  1. Pre-employment assessments

There are pre-hiring platforms dedicated to pre-hiring assessments. These platforms are invaluable for assessing relevant skills, characteristics, and automatically ranking of candidates based on their assessment scores. This mitigates any hiring biases that might skew candidate selection, making the hiring process more objective.

Most of these skill assessment platforms also integrate easily with your company’s ATS, keeping your company’s information on potential candidates as up-to-date as possible.

  1. Interview scheduling with recruiting automation 

Scheduling interviews also is a huge time sink and requires impeccable organizational skills. It’s considered to be the most tedious task out of the hiring process.

Automation software helps by saving time and streamlining the process, creating a smoother and better experience for recruiters and potential new hires alike.

  1. Candidate rediscovery and ranking


Most of the time, you will have multiple candidates for one position, and will only hire one of those candidates. However, the job market is very competitive, and it really benefits you to keep track of talent even if they were previously turned down. Candidate rediscovery and ranking technology can help here, as it helps companies identify past candidates who might be a good fit for the current role, as well as their candidate scoring and ranking to help speed up the hiring process overall.

Recruitment automation software is a massive help for recruitment teams. These are 7 of the most common ways in which recruiter implement automated technologies within their companies. It can be used in a variety of ways and offers many distinct team advantages.

Christina Lee is a social media strategist at Student writing services.

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How to Create a High-Performing Workplace Culture


As a company executive, you’ve probably wondered about the things you can do to boost the productivity and performance of your organization, which includes the state of your workplace culture. While nothing can change how your employees feel about their duties and responsibilities or who they work for, organizational culture can boost engagement levels and improve the day-to-day experience of your employees.

Workplace culture is defined as the collective mind and heart of an organization. There are a lot of things that affect the attitudes of your employees about their duties and responsibilities and who they work for. When most managers conduct culture assessments, they find that most mechanisms, activities, and processes connected to the experience of employees affect their attitude toward their work and organization. The biggest influence on the experience of an employee is their managers. Let’s discuss how managers can create the right workplace culture to foster high performance.

How to Create a High-Performing Workplace Culture


1. Create meaningful values and communicate them

Organizational values are not philosophical principles. Values help in guiding employees on how they should interact with customers, the community, and with each other. Your organization should have no more than five values to make it easier for employees to understand and remember what’s important to the organization.

Leaders should communicate the values and the expected behavior linked to each value. This will help employees to know what’s expected of them thus reducing uncertainty and ensuring that everyone’s behavior is aligned with the values of the organization. The best way for managers to communicate values to their employees is by setting a good example. Values do not just apply to frontline staff but the entire organization including senior management. For organizational values to have meaning, leaders should adhere to them every day.

2. Proper selection is key for improved workplace culture


Most of the time, managers rush to fill a vacant position in the organization without asking the right questions. And this leads to poor hiring decisions. Most managers look at the experience of a candidate to determine their employability. On the other hand, successful leaders look at how well the individual will work with others. It’s important to ensure that the candidate fits with the values and culture of the organization.

Human resource managers should consider using questions that have been tailored around the core values of the organization to know their candidates and make the right hiring decision. Another great way to conduct proper selection is by using a behavioral-interview approach. This method ensures that candidates engage in an activity during the interview process. This activity will help in pushing candidates out of their comfort zone and provide an opportunity to assess behaviors instead of asking a lot of questions.

3. Enhance the onboarding and orientation process

Research studies have shown that close to thirty percent of new hires quit within the first three months of working. To prevent this from happening to you, you should ensure that new hires receive an engaging and effective orientation during the first few days on the job together with an excellent onboarding process. It is important to set up success for new hires during this period to ensure that they feel connected to their team, job, and organization.

You can do this by establishing the right priorities from the first day. Ensure that all employees are happy and feel welcomed from the first day. By creating an organized training program and testing the comprehension of new hires, you will reduce turnover and boost the productivity and performance of your organization.

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4. Communicate with all employees

The one thing that leads to poor engagement levels, low productivity, and an increased turnover rate in most organizations is poor communication. Most managers are usually surprised when employees or teams report that there is ineffective communication because they think they communicate with their employees regularly. The key issue is not the quantity but the quality of communication transmitted within an organization.

Business leaders can improve communication in the organization by keeping their words short and simple, using their tone and body language effectively, and communicating in a timely fashion. Using the right channels to communicate and reinforce a message is also important. Keep in mind that communication is a two-way process. Checking on your employees regularly to ensure that they understood your message is important.

5. Recognize your employees for better workplace culture

Recognition is a great way to reinforce good habits, make employees feel appreciated, boost engagement and retain the best talent. However, most employees don’t feel appreciated in the workplace. A research study found that 63 percent of employees don’t feel like they get praised enough in the workplace. Every employee learns and processes information differently. Therefore, managers should ensure that they recognize their employees effectively.

Managers should use different methods to recognize their employees. And they should be based around writing, saying, or doing something. The best ways to recognize your employees include writing thank you cards or emails, mentioning their achievements in meetings, or coming up with a fun recognition program. Employees are different. Therefore, recognition should be tailored to meet the needs of every person.

6. Coach your employees


Informal feedback is one of the best ways to help your employees understand how their behaviors measure up to your expectations. Research studies have shown that 32 percent of employees wait for at least three months to get feedback from their managers. This makes it harder for employees to measure their performance and link it to the expected results. Informal feedback can be effective by ensuring that it is timely, fair, and balanced. You should explain why specific behaviors are important and include a gesture of appreciation.

7. Show employees that you care about the organization’s culture

Showing your employees that you care about them individually and you’ll do whatever it takes to improve the culture of your organization. You can do this by listening to their needs and supporting them as much as you can. As you listen, make sure that you listen attentively and try to understand the perspective of your employees.

Conclusion on the importance of workplace culture

Successful leaders are always on the lookout for areas that need adjustments or improvements. While organizational culture is complex, the tips that we’ve shared here will help you foster high performance in the organization.

Author Bio:

Leon Collier is a blogger and academic writer from the UK who works with professional writing services and BrillAssignment. He likes trying new subjects and is always focused on proving his worth as a writer in new and challenging writing areas. His hobbies are reading books and playing tabletop games with his friends. You can reach him via Twitter @LeonCollier12.

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How to Hire Top Talent on a Shoestring Budget


An organization with a large hiring budget can offer a candidate higher salaries, expensive benefits with stability. But what about the companies who can’t afford recruitment on a large scale with large budgets? It can be difficult to hire top talent.

Small companies, especially startups, struggle to meet their staffing requirements in a way that is affordable for them. To make up for the cost, companies must explore some creative options to find talented employees that won’t cost much.

Let’s start by understanding the Cost per hire. To calculate your per hire, apply the following formula:

Cost Per Hire = (Internal Hiring Cost + External Cost / Total Hires)

If you want to compare the cost per hire, here are some numbers for reference

Avg Cost per hire in India – $350

Avg Cost per hire in US/Europe – $3000

Avg Cost per hire in the Asia Pacific – $800

How to Hire Top Talent on a Shoestring Budget

Here are some ways which can be applied in the traditional recruitment processes:

#1 Instead of recruitment agencies reach out to internal employees for referrals

Current employees can be asked to name 3 people “Who can be the best person for this job”. Not only this can help in saving money and time, but according to studies it also improves the quality of hire, reduces turnover rate, and increases the offer acceptance rate.

You can reach out to former employees too since they understand the job and the company, they can be helpful in identifying qualified candidates.

Savings Calculator: Recruitment Agencies typically charge one month to two month’s worth of salary as a fee for finding the right talent. So Assume a job comes with a $1000/month salary. By incentivizing your employee referral, you stand to save $1000-2000.

#2 Improve your web presence to attract top talent


In this age of digitalization, the internet can be helpful in increasing your organization’s reach to a wider audience.

With the help of your company’s website and social media, the job seekers can have access to information about your company and its culture before even applying. Top talent will be more readily available.

Here’s a company culture stat to consider: 90% of professionals conduct research on a company’s culture over the internet before accepting a job role. You can create an employer brand by sharing anecdotes, praising valued employees, and communicating the values that are important to your organization.

To make this process cost-effective try replacing it with social Media & free job boards instead of paid ones.

Savings Calculator: On an average, LinkedIn charges roughly $825 per month for a recruiter license and $120 for recruiter lite. A solid social media presence can help you save between $3000-9000 a year on such license fees.

#3 Hire Remotely

Cost of travel, hotel accommodation, etc. is a factor that can stop you from screening a higher number of candidates if your company is struggling with a tight budget. As the Covid-19 outbreak has exposed us to a lost more technical options for every procedure, recruitment procedures too must keep up.

Remote hiring can be your option here, by taking online assessments and interviews from remote locations can be convenient for both the recruiter and recruit. With reduced travel hassle and cost for the applicant, this could be more attractive for an employee and reduce the salary costs.

Instead of hiring from one specific location, remote hiring can help you in finding candidates from diverse backgrounds by also reducing the cost per hire.

#4 Use ATS for top talent

Searching for the right recruits can be messy and time-consuming, but applying the emerging technologies available can help to streamline the process.

Artificial intelligence in recruitment can help in the automation of much of the process. It can analyze the enormous volumes of data to sort through the applications, resumes, or CVs and identify those who are best suited to the job.

These softwares can also help to improve the language which you use in your recruiting materials and tailor your approach to the particular set of candidates you’re looking for.

They can also help you save hours each day that would have been devoted to just reading and sorting through hundreds of applications. This time can be better used on other priorities like sitting down with the candidates themselves in an interview.

Organizations that currently are not investing big data in their hiring process may find themselves at a major disadvantage, therefore stay ahead of the curve by using every tool in your budget.

Tip: Don’t buy expensive recruitment software before you have a strong hiring process in place. Instead, opt for a free Applicant Tracker to manage the process.

#5 Move to online pre-employment testing software

These assessments help in speeding up the process and assessing candidate’s skills and quicker filtering unsuitable candidate’s skills than any hiring manager. And saving every second here saves money.

By making the pre-employment assessments online, the candidates can take them remotely, the time is saved and money in traveling too. This in return helps in increasing the company’s employer brand.

By validating skills through these assessments, it becomes efficient to find the candidates with the required set of skills and abilities.

Pro-Tip: If you as a recruiter and want to conduct an efficient and customizable pre-hiring assessment, you can look at Xobin for candidate evaluation.

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#6 Use video interviews for screening top talent

In the traditional process, at times you may need to filter hundreds of CVs to end up with a group of eligible candidates. And with the lockdowns still not being completely ended, interviewing in the office can be more complicated and expensive than earlier, because of the social distancing restrictions that can increase candidate stress.

Video call interviews are a cheaper way of doing the work and a lot of these apps are free, for example, Skype, or Zoom in their primary versions. As a lot of people’s time is involved in the review process, and think whether this can be cut down, or combined with other similar tasks. This can help you hire top talent.

#7 Offer cost-effective benefits

One of the most important things a candidate, especially millennials and Gen-Z, looks for in an organization is the employee compensation and benefits they provide. According to a survey report by Willis Tower Watson, 78% of employees are more likely to stay with an employer because of their benefits program.

You can provide simple-budget-friendly perks like flexible scheduling, food, gym memberships, reward cards that will help you attract and retain top employees.

#8 Hire according to requirements


Hiring freelancers, part-time or non-traditional employees like people looking to re-enter the workforce, older employees, or employees who are outside of your industry are more likely to be less expensive.

Freelance or part-time employees are often more affordable to hire because hiring them doesn’t involve expenses like worker’s compensation insurance or full health benefits. And in the case of non-traditional employees, since they are often overlooked, there is a chance that their salary expectations will be more within your budget.

Hiring on a Budget

Hiring and onboarding new employees are generally considered time-consuming and expensive. However, implementation of some of the above steps could easily save your business $2500-$3000 per month.

Author Bio:

Amrit Acharya is the head of products at Xobin – an online assessment tool used by 600+ companies for bias-free recruitment. An avid tennis fan, Amrit writes about recruitment optimization, hiring strategies, and product management.


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The Great Impact of Company Culture

company culture

Yes, creating and maintaining a company culture is important for the success of a business. The COVID-19 pandemic in 2020 reshaped office dynamics, forcing companies to adopt flexible or remote work routines that negatively impacted employee productivity due to differing cultures between workplace environments. In this article, uncover how developing and sustaining company culture will lead your organization towards greater efficiency.

The Importance of Company Culture

Company culture is an important factor in any organization and should be a top focus of Human Resources personnel. Company culture can impact employee engagement, which affects productivity. Understanding your company’s values will help you to better understand how the employees are feeling as well as what their work patterns might look like within that space. This understanding gives HR staff more insight on where they need to invest time for improvement or change efforts by aligning with those key factors moving forward.

Why Does Company Culture Matter Today?

Company culture is one of the most important factors in today’s workspace. Here are just a few reasons why:

Creating a trusting environment

A trusting environment is essential for an employer to keep good employees. The more trust there is, the better off both parties are in a remote working relationship. Employees should be able to work remotely without feeling like they’re being watched and monitored constantly. It is important that the employer has some trust in their workers to give them freedom on the work.

Taking care of Mental Health

Work-related stress has been a persistent problem in the workplace. This is because of factors like an increased workload, intense deadlines, and unrealistic expectations from bosses. However, companies should have effective cultures that are able to avoid this issue by making sure employees forget about their daily stresses. A way to do so is by organizing fun activities that will help them feel good and motivated. One such idea would be taking care of indoor plants via LED grow lights so it becomes both fulfilling but also peaceful when surrounded by all green leaves; this will help workers maintain stable mental health conditions – not just productivity levels.

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Having a sense of community

The more a company engages with their workers, the better they will be able to give them what they need. Whether that is fulfilling individual needs or fostering collective success, being transparent and interacting with one another greatly increases these chances. This not only creates fulfillment at work but also fosters community within it by uniting those involved in both micro-and macro-achievements as well as creatively solving problems together.

Keeping Talented Employees

Fostering a good work environment will help with employee retention. A great number of people are still trying to recover from the unfortunate times of the global pandemic and still don’t have clear plans for the future. If you are nice and professional with your workers you will increase the chances of keeping them. In case you don’t have enough time to invest in your workers, you can consider partnering with PEO services that manage the HR department. For example, if you are located in Canada, you can contact the Employer of Record Canada that will help you keep all the talented employees. This is important to do because any company’s activity that values money over people will only push your workers away. To show appreciation and value to their employees, truly decent companies try to recognize hard work and dedication. One way to do this is by investing in recognition awards, such as beautiful items with the company logo or engraved gifts, and presenting them to employees who achieve high goals.

Staying productive

For those with a strong work culture, morale is high and productivity follows this. In order to keep up with the demands of modern society, many companies have shifted from working in an office environment to remote-working through coworking spaces that they can visit as needed. COVID-19 negatively affected all businesses so they embraced nontraditional ways of working, like working from coworking spaces, cafes, home offices, etc. Coworking spaces in Nashville  especially allow a safe space for creativity and networking. You can get the motivation and flexibility you need in order to work on your projects without any distractions, as well as enjoy some much-needed outside time with like-minded people who have similar goals to yourself.

Final word 

Companies are always striving to increase productivity, but in recent times this has been difficult due to a shift of focus from the good work culture. Healthy company culture is more important than ever before and can lead your business down many different paths for success that would not have been possible without it. But if you implement these tactics now then I promise there won’t be another regret later on when companies start to struggle again.


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Why Are Your Best Employees Leaving and How to Stop It?

Employees Leaving

Description: A high employee turnover rate is always bad for a company. Therefore, it’s your job to understand employees leaving and how to stop them from doing so. Learn more in our comprehensive article that we’ve put together for you!

Employee turnover is expensive for any business, whether it sells clothes or cleans up space junk. It’s estimated that replacing an employee can cost roughly $40,000, including advertising, recruitment, training time, and the lost productivity in the middle. We also know that if the best employees are leaving, the negativity surrounding the process can damage the company as well.

Based on studies, almost one-third of employees plan to leave their companies within 12 months. There are a lot of factors that lead to increased employee turnover. In this article, we will look at why employees leave and some solutions to reduce employee turnover rates.

Why Are Employees Leaving?

Some subtle and emotional factors that play essential roles in employees deciding to pack up and leave include the following.

  1. Lack Of Appreciation

One of the main reasons why employees leave is because they feel undervalued and underappreciated. It has been found that approximately 66% of employees leave if they do not feel valued. This number is even higher for younger staff; studies show that almost 8 out of 10 millennials would instead look for new opportunities if they feel unappreciated by their leaders or colleagues.

Companies that have taken a strategic approach towards recognizing their employees have seen a vast improvement in staff retention. There is a link between recognition and a low turnover rate.

  1. Lack Of Flexible Work Options

Most companies have now started offering some degree of flexibility to retain the best talent as part of the core employee offering, with options ranging from remote working to compressed hours. More than half of the organizations today have seen employees leave because of a lack of flexibility. Flexibility is a perk that all age groups appreciate. Less than 10% of employees would choose the office as the preferred destination to get essential tasks done.

  1. Poor Mental Health

For some time, the impact of poor mental health on a staff member’s performance and the economy has been studied. Based on employee turnover statistics, it has been found that UK companies face a loss of approximately £42 billion every year – out of which £8 billion loss is caused by leaving because of mental health issues.

It can be said that 3 out of 5 employees leave their organizations due to mental health challenges, which is one of the most important reasons for quitting. Poor mental health is an issue that is seen irrespective of gender or age. Based on the survey, many people quit their jobs because of mental health, with long work hours as the primary factor.

  1. Relationship With The Employer/Management

Additional research has shown that most people quit their jobs because of the boss, not the company. Leaving a bad manager is one of the most common reasons why employees quit, with 75% of ex-workers doing so because of their boss, not the job or company itself.

The relationship with the direct manager is vital for several success factors for the employee, like engagement, morale, and productivity. For whatever reason, if there is a breakdown in this relationship, it can lead to job dissatisfaction, anxiety, and mistrust. According to statistics, it has been found that almost 79% of employees leave a company due to bad leadership; in fact, most of these employees have stated that they would return back to their old jobs if the boss/manager was replaced.

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  1. Lack Of Career Growth

Based on studies, it has been concluded that lack of career development and growth is another common reason why staff members leave their jobs. Most quit because they do not get the opportunity to better their performance or learn new skills, even though most companies provided career development tools. Sadly, only a few believed that these tools were working.

More than 40% of the departing employees cited lack of future career development as a deciding factor for leaving the job. Out of these, 28% were actively looking for new employment while the rest were waiting for these opportunities if they came their way.

How Do You Avoid Employees Leaving?

Here are some things that you can do if you want to learn how to prevent employees leaving:

  1. Always Be Generous With The Paychecks

There is only so far you can go with underpaying your staff members. If you continue to do so, they will start nurturing a grudge against you and will readily take up a job when offered by your competitors. Just because you want to save some money, you will lose a valuable member of your team. Hence, it is advised that you hire the best people for your job and pay them as much as you can for the responsibility.

Interestingly, statistics have shown that employees often get a new offer from competition brands during the first year of joining your company.

  1. Introduce Smooth And Transparent Communication

One of the best ways to reduce employee turnover is to run regular feedback sessions with your employees. This way, you can prevent a valuable employee from leaving because you will understand the challenges and difficulties they face. For instance, your staff member might be feeling undervalued, or it has been a long time since he or she has been promoted or on vacation.

If you understand what problems they are facing, you should make an effort to address these issues. Even if you cannot do so, it is suggested that you take the help of others in your team. It is always better to talk about a situation before they become unmanageable and/or critical.

  1. Set Ambitious Goals For Star Employees

Most people have no idea what they are looking for. It means that you should always talk with your subordinates and try to understand their plans and ambitions for the future. Then, ensure that you include these plans in their work. This will help you prevent employees leaving.

You need to become a mentor and help your employees grow professionally. Your employees should be handed ambitious goals and complex tasks; additionally, make sure that you support them to get the task done without being afraid of possible problems.

Another thing you can do is offer relocation opportunities that can help them gain knowledge and skills required to progress in their chosen career path. To ensure a smooth move for your employees, you can partner with an experienced relocation company like ARC Relocation that can provide tailor-made assistance to employees including sorting important documents, finding accommodation and more.

  1. Build Strong Connections to Avoid Employees Leaving

If you want your team to be successful, everyone needs to help and trust one another. This becomes impossible if there is no ‘friendship’ between peers. As a leader, your task is to foster internal employee relationships via various team-building activities.

You should always mind your attitude when you are working with your employees. Always be close to them and understand if they are facing any troubles; try to solve their internal conflicts. Ensure that there is a positive atmosphere within your office.

  1. Reward Good Work

It’s one of the best strategies to reduce employee turnover. Rewarding for a task done well will encourage healthy competition and bring unity to your team. Additionally, it will also demonstrate to the workers how vital they are for the company.

You should remember that money is not the only type of incentive. You can also provide your hires leaves for a couple of days or attend a conference or workshop in different cities. Any type of reward will be well-received.

  1. Address False Hopes to Avoid Employees Leaving

One very effective high employee turnover solution is to address false hopes. When there is minimum openness, it will eventually stir distrust; this will harm productivity. Therefore, it is advised that you do not hide the development of your company from your employees.

For instance, let’s consider that you value a specific employee but cannot give him a raise or promotion for now. In such a case, you must convey the message and the reason why you cannot do so. It will prevent your employees from developing high hopes and eventually the feelings of resentment when these hopes are not met.

  1. Just Let It Go

Of course, there is nothing you can do if your employee wants to leave. You should learn to let go and not have any resentment towards the now ex-worker in such cases. At this point, all you can do is try to maintain a healthy employee turnover rate by getting in new employees and ensuring that they stay for at least a year.

Final Thoughts on Employees Leaving

As mentioned above, the costs of employee turnover are incredibly high. Therefore, HR managers and bosses need to understand the underlying reasons why employees leave. Only with the help of these facts can you make the required changes to prevent a high employee turnover rate.

What’s your take on this? Let us know in the comments!

Author’s Bio:

Emily Moore is an English & programming teacher with a passion for space and blogging. She believes that current exploration should be focused on preserving our planet’s resources. With satellites circling the orbit, it is easier to get relevant data on any environmental changes. This, in turn, should help people quickly address any challenges.


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Tips for Improving Employee Morale and Performance

employee morale

Are you concerned about your employee morale? Tough economic times, coupled with pay cuts, downsizing, and layoffs have negatively affected employee morale and productivity. What should managers do?

With a slow recovery and an impending double-dip recession in some sectors of the economy, employee morale and performance are plummeting. Workers are increasingly dealing with difficult family and budget issues at home, and supervisors struggle to keep employees focused, happy and productive. Managers at all levels experience decreased employee performance, lack of focus, and sub-standard work products. The key to empowering any organization in these tough economic times is improved employee communication and appreciation.

Tips for Improving Employee Morale and Performance

Regular Email Appreciation Messages

Once a month, send a short email message to employees summarizing milestones and accomplishments. Include numbers and statistics of products sold, customers assisted, or other relevant metrics.

Regular All-staff Meetings

Hold division-wide meetings once a month with upper management and employees. Devote at least half of the time to an open forum, or question and answer session. Always begin the meeting with announcing the most recent accomplishment, award or employee recognition. If there are no notable organization or employee accomplishments to report, take the time to recognize an employee’s non-work-related achievements. Do not cancel the monthly meeting due to uncertainty about upcoming events. Employees need to be reassured during times of trouble that management is listening, even if the answers are unknown at the time.

Celebrate Employee Accomplishments Outside the Office

Encourage employees who have recently traveled or accomplished something of value outside the office to share their experiences in lunchtime brown bag meetings. Employees and managers who learn more about their coworkers’ personalities and accomplishments outside the office can do a better job of understanding and encouraging them in the work environment during stressful times.

employee morale

Quarterly Potlucks

Hold four potlucks per year. This low-cost, team-building get-together keeps things light, encourages social interaction, and increases overall productivity. Rotate which units or sections bring the food, and have some breakfast potlucks, as well as lunch and dessert potlucks. Have a pie making contest or other fun theme, which employees help choose. Have managers cook dishes and staff guess who brought which item.

Hire a Professional Team Builder or Counselor

Know when your organization has reached its limit on in-house resources for employee communication and morale. Hire an outside professional to help lead team building or counseling sessions, if needed. Realize that not all employees will be equally motivated to participate, but if even a few employees have a positive experience, that positivity will spread throughout the organization.

Maintaining an organization’s consistency is critical to success in tough economic times. Employee morale is a huge factor in the organization’s performance and those who feel underappreciated, even in a bad economy, will be looking for other opportunities. Making employees feel appreciated requires regular celebrations of accomplishments in and out of the office, chances to interact between management and employees, and in some cases hiring a professional to help.

Reduce Employee Turnover

Employee retention is especially critical to businesses and organizations with limited training and hiring budgets. Some level of vacancy should be expected due to retirements and promotions within the organization. Learn what your organization can do to minimize the number of personnel that unexpectedly leave for outside opportunities.

Conduct Exit Interviews

When employees do leave the job for other opportunities, conduct an exit interview. What questions should you ask in an exit interview? Ask how long the employee had been wanting to make a career change. Find out if the employee was seeking things outside that could have been offered at the organization. Ask if the employee had been approached about a similar opportunity within the organization. Find out if the supervisor had conducted annual performance reviews and regular workload meetings.

Regularly Reward Employee Performance

Certain milestones should be celebrated with individual employees and groups as they occur. However, this should not take the place of regularly recognizing individual employees or teams with certificates of appreciation, lunch, or another type of reward. The reward serves several purposes beyond the obvious. It motivates other employees to perform, and creates a workplace culture where all employees feel valued. On the other hand, use tools to your advantage. Using digital signs, you can improve company culture increase productivity and morale This being said, feeling valued won’t prevent someone from taking a promotion elsewhere, but it will slow the rate of transfers into equivalent outside positions.

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Motivate Employees with Challenging Projects

Do not hesitate to assign challenging projects to staff. However, do make sure to give adequate guidance to employees when delegating more difficult tasks. When staff feel adequately challenged, they are less likely to look for other opportunities.

Conduct 360 Degree Performance Appraisals

Evaluate the entire organization, including employees and supervising managers. Have employees participate in evaluating supervisors and encourage customers to submit evaluations of staff and management. You may be surprised at some of the things a 360-degree evaluation reveals, but the benefits are enormous. Not only will you have less people leaving the organization, you will have more customer satisfaction.

Conduct Regular Team Building Activities

Managing supervisors should conduct regular team building activities off-site or onsite. The important thing is everyone should be involved, and the activity should be relatively simple. Look for opportunities to play an athletic game or hire a consultant to lead the group through a formal team-building exercise. Make these events a regular part of the schedule, such as quarterly or seasonally.

The ideas outlined in this article are not new, but they are often overlooked in times of financial stress and limited staff resources. Calculate the cost of losing staff, hiring and training. Then evaluate the resources required to conduct exit interviews, reward performance, motivate, and team builds. Implement what makes sense for your type and size of organization. Start small and build slowly, and you’ll be retaining more employees in no time. Check out this article on engaging your employees.

About the author: Diane H. Wong is a search engine optimization specialist and business coach. Besides, she is a research paper writer DoMyWriting so she prefers to spend her spare time working out marketing strategies. In this case, she has an opportunity to share her experience with others and keep up with advancing technologies.


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How Co-working Spaces Enhance Employee Performance

In both freelancing and traditional labor, co-working spaces is the newest trend. It is a sort of office arrangement that lets employees work together within a common location, but not necessarily on the same project. The workers are mostly self-sufficient, yet they can always counsel, encourage, and motivate one another when the situation calls for it. Is this, however, having a positive effect on productivity?

How co-working spaces enhance performance

co-working spaces

The flow of ideas that are continuous

When you work with like-minded individuals, some of whom have highly distinct skills and capabilities, you can draw on their expertise anytime you feel stuck. You won’t need to leave the office for expert guidance, empowerment, or inspiration because there are enough people to consult within the co-working space. This cuts down on wasted time.

Co-working also entails daily brainstorming and acquiring new skills from your diverse teammates. In the long run, you’ll develop into a competent, creative, and industry-leading expert. That knowledge will come in help later in your career—by leveraging the abilities you’re learning now, you’ll be able to complete assignments faster than usual.

When ideas flow effortlessly amongst specialists working on the same project, everyone is able to focus completely on the areas in which he/she is suitably trained. As a result, the odds of committing costly mistakes drop, therefore less time is lost in rectifying errors and addressing problems.

People who are happier are more productive

About 30% of America’s workforce today is made up of millennials. These are employees who place a premium on friendships and tight working ties. According to studies, between 75 and 90 percent of employees enjoy the personal relationships that coworking allows them to build, they are more engaged and motivated at work, and they are less lonely. All of these positive responses add together to make coworking the key to employee satisfaction, which leads to increased productivity.

Co- Working Spaces Can Humanize employees

When employees work in cramped cubicles, they can lose sight of the fact that they are part of a larger team and that their coworkers are also people. That is why a boss on a high horse will set unattainable goals for his subordinates and expect them to work like programmable software. When employees work in an open office, however, even the bosses can see the pains and struggles that their employees face in order to make ends meet. Employees, on the other hand, recognize that their superiors are people like them, with feelings and expectations.

This understanding allows CEOs to assist their employees in developing professionally, while employees, on the other hand, sense the need to work harder in order to impress their superiors. At the end of the day, everyone is at their most productive.

The good news is that a life coach can always help you obtain the clarity you need to overcome the issues you’re facing at work, whether it’s amongst coworkers or between an employee and their supervisor. Of course, ideological disagreements exist among people who work or live together, but these issues are easier to manage in the workplace when a credible professional coach is hired.

Enhances work-life balance

If you’re a freelancer who works from home, you know how tough it can be to strike a decent work-life balance. You may wish to focus on your work responsibilities at times, but your children or pets have other ideas. People who work in small cubicles are more likely to have work-life interactions that are distracting. They find themselves thinking about the difficulties they left at home as a result of loneliness and boredom, lowering their overall productivity.

Because of the high-intensity brainstorming involved in co-working, there is no room for negative home thoughts. That’s a step in the right direction toward achieving the much-needed work-life balance.

Flexibility With Co-Working Spaces

Companies and professionals can rent a fully serviced office with dedicated work spaces, amenities, and furnishings on flexible lease terms ranging from monthly memberships to short-term and longer-term leases. Also referred to as flex space.

Here are just a few examples of common flexible space solutions:

Co-working: At its most basic level, co-working spaces provide a communal working environment where people from various businesses can come together to work. Co-working spaces frequently include the same services as a regular office, such as Wi-Fi, printers, conference rooms, HVAC equipment, and desks, as well as bonuses such as social areas, refreshments, and snacks.

Many co-working and flex space providers provide “hot desks,” or “hot desking,” where all desk space is shared and customers can work wherever they like on a first-come, first-served basis.

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Dedicated desks: Some co-working spaces and flex space providers offer dedicated desk space where a member can effectively lease a private desk. These spaces typically offer professionals a level of consistency — and the ability to leave things at their leased desk (like a computer monitor or notebook) (like a computer monitor or notebook).

Private Flexible Offices: More and more flex space providers are offering completely furnished private office suites. These allow businesses to carve out dedicated space inside a flexible work environment, including dedicated offices and conference spaces, while still taking advantage of the shared flexible workspace facilities.

Co-working spaces

For example, there are a variety of amazing co-working spaces to choose from, each with its own culture, workspace, and amenities. It can be time-consuming and complex to locate and secure a co-working or flex office in the correct location and at the correct pricing. Some places are better for impressing clients, hosting events, attracting IT talent, or finding creative inspiration, while others are better for networking and collaborating. To find an appropriate office location you can consider U.S. cities, like Denver, Atlanta, Seattle, since the cities have been named among the top coworking cities to run a business. For example, Atlanta has recently become one of the top places for starting a tech company as it was ranked number 1 tech hub in the U.S by Business Facilities magazine. Atlanta Tech Village established in 2012 opened its doors to many tech-related businesses. By considering coworking office space in Atlanta or in each of these cities you will also get many benefits in terms of low expenses and convenient transportation. The city has a low cost of living which is a crucial fact for every business, especially for ones with limited budgets.


Adaptability is one of the most prized qualities in today’s workforce. Companies benefit greatly from the ability to be flexible in how, where, and when work is completed without sacrificing the quality or usefulness of that work. This flexibility is enabled by co working spaces, which allow a larger percentage of the workforce to react to shifting demands. Read this article about managing remote workers.


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Hiring Employees For Your Small Business

Hiring Employees

Hiring employees for your small business is getting more and more challenging. According to the U.S. Private Sector Job Quality Index, about 37 million jobs have become vulnerable to mass layoffs in the United States. These came from the retail, clothing, education, travel, hospitality and other considered non-essential industries in these challenging times of the COVID-19 pandemic.

Employees, therefore, are left with only 3 career destinations: they could either be enjoying the culture of remote work, working as part of a skeletal and limited workforce, or unfortunately getting the chop. The estimated loss in the global economy amounts to $2.7 trillion and this much loss paved the way for some companies to seek serious cost-saving measures that can potentially jeopardize the regular man’s only bread and butter.

Luckily, despite these circumstances inevitably happening and that the economy is at an all-time threat, small businesses, especially those in retail, are lauded for their strategic ways of surviving and striving amidst the ongoing virus outbreak. They somehow contribute to the improvement of the economy and help employ individuals. Small businesses help in the creation of jobs and have brought stable income to people especially now when vaccines are being dished out and businesses are slowly reopening and are getting back on their feet. Laborers and employees are getting more and more in demand each day.

Hiring Employees For Your Small Business

With that, it is only essential that we have a list of considerations when hiring employees to help in the business processes. Here are a few ways:

  1. Create a clear job description that covers everything.

Finalize the need and the qualities you look for before officially opening your doors to hire. Ensure that you are crystal clear about the type of person, the skills, personality, and attitude that you want to represent your brand or company. You must also make a comprehensive list of the hiring employees process, the salary or range, and the job description that your hire shall need to fully immerse himself in the position. Have an accurate and complete record of each candidate and weigh their strengths, weaknesses, and jot down interview notes during the entire process of assessing the candidates. This will allow you to have a standardized and formal hiring process.

  1. Observe candidates who know how to give and take.

Ask situational questions that can elicit responses pertaining to their degree of acceptance to the give and take mechanism. Give and take is integral for any relationship to prosper. Such a mechanism can indicate how much the employee can understand when the company decides or falters on something.

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3. Emphasize the importance of mental health in the workplace. 

Worth noting, employees are found to have been taking their mental health more seriously now. In fact, a survey from Aetna International (2021) pointed out that 84% of employees mentioned that their mental health is more important to them these days than it was just over a year ago. Certainly, employees also look at how much companies value mental health in the office. Activities that foster these activities can help them alleviate stress and withstand working in your company. When they are presented these the onset, they can gauge whether or not they can find things manageable.

  1. Make room to improve your employee benefits program. 

To attract and hire high-quality candidates, you must improve all aspects of the job experience. The anticipated demand for employees soon will stir a competition between companies in need of valuable new hires. Employees view a benefits program as a necessity so, on top of your usual medical and dental coverage, you must also consider other innovative ways to improve and highlight the importance of employee experience. Potential employees, more so the millennials, are looking for a company that can improve their quality of life, not always talking money-wise.

  1. Use a recruitment strategy that works for you.

There are plenty of ways to recruit but you need to consider where your potential employees usually flock and spend their time. A lot of headhunters are on social media as this is where they can see a pool of candidates in their living spaces and be presented with their personal data at the onset. It can also be beneficial in such a way that you are exposed to their networks and their interest.

In this list, you may notice that emphasis on work-life balance is placed to an extensive degree. This is brought by the fact that nowadays, we must foster a work-life balance having been exposed to situations that often open up moments of vulnerability for employees. Including these as part of your normal hiring process allow for letting go of your strict guards and foster a work environment that values both productivity and life quality and cut loose threads that bring up absenteeism, job neglect, and bad work behavior.


If you want your business and its employees to thrive post-pandemic or during so, prioritizing mental health in the workplace should be on your list. Cultivating a culture that values others’ mental well-being and supports employees in their pursuit of finding a job that is enough to keep their motivations, satisfaction, and earnings high will definitely bring you more gains than losses. Here’s more about Hiring and Training.


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About the Author:

Bash Sarmiento is a writer and an educator from Manila. He writes laconic pieces in the education, lifestyle, and health realms. His academic background and extensive experience in teaching, textbook evaluation, business management, and traveling are translated into his works.






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Managing An Employee Leave of Absence

employee leave of absence

How do you go about managing an employee leave of absence? Across any industry, officially employed workers are entitled to have several days off per year. Companies have a reasonable excuse to provide workers with paid time off – a well-rested employee results in improved productivity and performance. There has been a shift of understanding that breaks are not seen as wasted time but rather as beneficial for employee’s welfare which can be an advantage for the business. But keeping the balance between running a team and keeping employees happy can be risky.

It is not uncommon that these leave requests are urgent and short notice. There are inevitable circumstances that workers have to attend immediately be it sickness or personal time off. While we want to accommodate all requests, it is important to have a strategy to manage these tasks so we can focus more on value-adding activities.

Staying on top of managing an employee’s leave of absence should not be a laborious task for a manager. We have listed key strategies that will help you administer with ease.

Managing An Employee Leave of Absence

  1.       Outline a clear leave policy

Employees must be aware of the benefits and policies that protect their rights. Company guidelines are formed to implement uniform treatment across the organization. Fairly executing leave policies is a way to keep good employees. This approach lets them know you care about them and their well-being.

Have a clear list of available leaves your company offers such as: parental, sick, sabbatical, personal time off, bereavement, or even self-quarantined leaves. Make sure when implementing these leaves, you are legally adhering to the law. On top of that, legal holidays and special occasions forced by the government must also be considered.

If an employee has questions about filing a leave of absence, they should know exactly where to look. Connect with the company’s Human Resource representatives if there are clarifications, they should have answers with any leave regulations. If the guidelines are available on the company’s intranet, share the link within your team, email it to employees for them to be reminded. With the right policies in place, you should be able to manage employee leaves with no difficulty.

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  1.       Automate leave application and tracking 

Managing employee leave of absence is quite tricky. If you are to monitor, using a spreadsheet and manually sorting filed leaves is not the most efficient way. Keeping tabs of everything, checking attendance, tracking leave balances, will just eat away productivity and efficiency. The chances of managing it well are pretty low. If things got out of control, a small error can lead to disputes in payroll and legal complications.

Streamlining the process requires the use of resources and tools. Simplify the leave application process by using leave management systems that offer employees to apply for leave online and enable managers to approve or reject with a click of a button. These systems also allow automated tracking of available leaves which relieves the burden for payroll processing. Having all requests in one system not only makes it easier for everyone, most importantly it helps to save time.

  1.       Maintain a shared team calendar

In a rapidly growing business, the success of the team depends on how the team shows up and the availability of quality manpower. If a shift is not managed properly, other employees will be forced to stretch their effort to fill the void. You don’t want to have workflow issues and unfair distribution of jobs that may come up when multiple employees are on leave at the same time.

As a manager, you are tasked to assign workload based on employee’s availability. To ensure that everyone’s leave is accommodated and you will no lack manpower, have a centralized calendar viewable by the whole team. Planning with one calendar allows you to have a better view of how each employee’s schedule fits. Strategically, this will help you check employee’s availability, schedule meetings without manually checking if everyone is present. At any rate, your employees will also get a glance if a teammate is on leave. This helps in better planning and when adjusting tasks and resources accordingly. Balance is key, you need to schedule enough people to meet the work requirement while allowing people to have their free time.

  1.       Have ongoing communication

When it comes to overseeing leaves, many managers experience an internal conflict about whether to communicate with the employee or not. It can be difficult to know when to connect to let your employees know they are supported while keeping them in the loop of business affairs. On one hand, you don’t want to lose communication with them, on the other hand too much communication may seem disturbing.

Good communication is the backbone of any solid employee leave policy. Include them in emails even if they are on leave. Initiate on keeping them informed about important events and team milestones so that they don’t feel left out when they return to work. Most of all, aside from messaging them about work, let them know that they can also reach out with their specific needs despite their absence; effective communication is a two-way street.

      5.    Respect employee boundaries

When communicating with an employee on leave keep it at a minimum. Your messages should not sound antagonizing. You don’t want employees to feel the pressure of returning to work by forwarding emails directed to them or asking for follow-ups about a pending task. As a person who manages people, be empathetic enough to understand that employees lead dynamic lives outside of work and there are valid reasons why they are taking a leave.

Considering that times are changing and the modern focus of employee governance is promoting work-life balance. Chances are, an employee on leave wants to unwind and have personal time away from work. It is only fair and wise to let them enjoy a vacation without disruptions. The goal of allowing employees a leave of absence is to give them a chance to recharge, recover, or attend to personal matters. Bring positive changes to the way we interact by permitting employees to have the benefits they are entitled to. Check out this post on problem employees.


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About the Author:

Bash Sarmiento is a writer and an educator from Manila. He writes laconic pieces in the education, lifestyle, and health realms. His academic background and extensive experience in teaching, textbook evaluation, business management, and traveling are translated into his works.






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What Perks Can Growing Businesses Offer To Attract New Employees?

attract new employees

Looking to attract new employees to your growing business? Offering a selection of unique and generous work perks can help seal the deal. But knowing what to offer and why is trickier than you might first think.

From game rooms and chill zones to monthly massages, attracting talent has become a war of ever-evolving work perks. But cool as they sound, these novel offerings aren’t enough to sway prospective applicants. Instead, you need to find incentives that add intrinsic value to company culture and people’s lives — this is how you attract the best new employees.

What Perks Can Growing Businesses Offer To Attract New Employees?

When offered for the right reasons, work perks are a powerful tool for attracting and retaining staff members. In this article, we look at the following perks that can take your growing business to the next level:

  • Offering flexible hours to improve work/life balance
  • Purchasing company cars to help get people from A to B
  • Organizing work socials to boost team camaraderie

For startups and growing businesses, keeping and attracting new employees proves much easier if you can offer a string of compelling incentives. Read on as we explore the best perks your company can offer to appear more appealing to the job market and attract new employees.

Organize work socials to improve team camaraderie

Do you find yourself taking on more and more new faces as the business grows? Startups often begin life with a small, tight-knit group of people, but as your operation grows so does the need for new members of staff.

It’s important to keep the company culture you love alive by bringing the latest hires into the fold, making them feel as important and connected to the company as everyone else. Not only does this breed a friendly work environment that others are clamoring to apply for, but it also nurtures loyalty and reduces employee turnover.

While everybody sees each other in the office or over a Zoom call, a frenzied schedule renders them unable to socialize with people outside of their established teams/groups. So, there comes a point where you have to step in and organize a much-needed work social to get everyone smiling in unison.

Of course, you have the classic trip to the pub or work quiz to fall back on, but if you want to stand out from the crowd then you really ought to go the extra mile for your staff.

Here are some of the most popular work social ideas to give you some inspiration:

  • Escape rooms
  • Sports days
  • Treasure hunts
  • Go-karting

The key is to tailor the experience to your company and zero in on the things your employees enjoy and avoid things they don’t. For example, if there are lots of non-drinkers on your roster then after-work drinks can feel quite isolating, equally if you have lots of sports fans then knocking off work early to see the local football team could be a no-brainer.

Note that with the coronavirus still looming over our heads, work socials as we once knew them aren’t going ahead, but with that said, there are plenty of socially distanced alternatives to take advantage of — pandemic or no pandemic, some things are more important than work when it comes to attracting and retaining new employees.

Supply company cars to help people get from A to B

Despite the pandemic restricting many operations to within the four walls of peoples’ homes, some others still need transport for work.

Whether this is professional drivers looking to keep the fulfillment process running smoothly or key workers trying to arrive for their shift in the safest way possible, there are many growing businesses reliant on four wheels to get from A to B.

Most drivers are well aware of the financial burden running a vehicle puts on their purse strings in the form of insurance payments, tax renewals, fixing wear and tear, or riding the tide of fluctuating fuel prices.

In this instance, your business can offer to take the pressure off by supplying company cars.

Although an alarming (and costly) thought at first, company cars are some of the most sought-after work perks for attracting and retaining new employees. Here are some of the benefits (as outlined in Microsoft’s business insights):

  • Eliminates an employees’ need to buy and run their own vehicle
  • Remove worries about getting to and from work
  • Your business has more control over specialty vehicles like trucks
  • Convey brand image wherever your team might be

As a growing business, you’re likely noticing an improvement in your profit margins and want to invest that money back into the company — so company cars could be that next big step.

Equally, you don’t want to be left footing the full bill and start cutting too heavily into your revenue either. As such, you must learn from the efforts of more established operations and come up with ways to mediate the overall cost.

The Shell fuel card is one such example used by companies to help stabilize mounting running costs across a vehicle-reliant operation. As shown in this guide, fuel cards benefit companies by:

  • Offering fixed rates and regular fuel discounts
  • Providing access to telematics that let you monitor wasteful driving

While certainly an incredible work perk that can change people’s lives, you shouldn’t let employees treat owning a company car like a blank check. Instead, offer the car with certain stipulations like fuel cards or restricted private usage — this way you can add some checks and balances to the scheme.

No doubt you’ll still turn heads in the job market with the promise of a shiny new coupe delivered to their driveway, but now at least you’ll have checks and balances in place to make the system more sustainable.

Flexible hours to improve people’s work/life balance

From being one of the most sought-after perks to becoming a work-from-home necessity, operating a business during a pandemic would not have been possible without owners embracing the merits of flexible hours.

For some working from home feels like a walk in the park; for others, it’s a chaotic nightmare fueled by having to juggle professional and personal responsibilities.

Restricted only by a manager’s ability to trust their staff, flexible working is not so much a perk as it is a requirement for the modern workplace. As such, attempting to micromanage employees’ work/life balance isn’t feasible because the current job market expects much more freedom from a role so it blends seamlessly into home life.

Allowing flexible hours greatly improves employee welfare and makes you appear to be an understanding, caring company to the job market, all without sacrificing much in terms of operational efficiency. It lets employees tackle the day at their own pace and create a schedule that works for them.

Work perks are a great way for growing companies to showcase company culture and attract new employees, but only if they offer intrinsic value and are put in place for the right reasons.

 From simple yet appreciated offers like work socials and flexible hours to big gestures like a company car, offering work perks is all about knowing your people and improving their lives.

Read this post on why employees leave and how to retain them.


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